When large number of workers have accepted settlement benefits, the acceptance would not be forced.
Echjay Forging Industries Pvt Ltd & Anr. v. Vasant Krishna Ghadge & Ors., 2026 LLR 618 (Bom. HC).
The labour authorities cannot refuse to accept new claims because of the implementation of Labour Codes.
Bhuriya Yadav v. Commissioner for Employees Compensation and Others, 2026 LLR 594 (MP HC).
๐จ ๐๐ฎ๐ฏ๐ผ๐๐ฟ ๐๐ผ๐ฑ๐ฒ๐ ๐๐ฟ๐ฒ ๐ก๐ผ๐ ๐๐๐๐ ๐ก๐ฒ๐ ๐๐ฎ๐๐.
They are a ๐ป๐ฒ๐ ๐ฐ๐ผ๐บ๐ฝ๐น๐ถ๐ฎ๐ป๐ฐ๐ฒ ๐บ๐ถ๐ป๐ฑ๐๐ฒ๐.
Many employers talk about the four Labour Codes.
But very few ask the most important question:
Do we clearly understand the difference between ๐ฝ๐ฎ๐๐ถ๐ป๐ด ๐๐ฎ๐ด๐ฒ๐ and ๐ฝ๐ฟ๐ผ๐๐ถ๐ฑ๐ถ๐ป๐ด ๐๐ผ๐ฐ๐ถ๐ฎ๐น ๐๐ฒ๐ฐ๐๐ฟ๐ถ๐๐?
That difference matters.
Because one error in wage structure can affect payroll, bonus, deductions, PF, ESI, gratuity, leave encashment and even future disputes.
๐ง๐ต๐ฒ ๐๐ผ๐ฑ๐ฒ ๐ผ๐ป ๐ช๐ฎ๐ด๐ฒ๐, ๐ฎ๐ฌ๐ญ๐ต and the ๐๐ผ๐ฑ๐ฒ ๐ผ๐ป ๐ฆ๐ผ๐ฐ๐ถ๐ฎ๐น ๐ฆ๐ฒ๐ฐ๐๐ฟ๐ถ๐๐, ๐ฎ๐ฌ๐ฎ๐ฌ may look connected.
But their purpose is different.
๐ข๐ป๐ฒ ๐ฑ๐ฒ๐ณ๐ถ๐ป๐ฒ๐ ๐๐ต๐ฎ๐ ๐บ๐๐๐ ๐ฏ๐ฒ ๐ฝ๐ฎ๐ถ๐ฑ.
๐ง๐ต๐ฒ ๐ผ๐๐ต๐ฒ๐ฟ ๐ฝ๐ฟ๐ผ๐๐ฒ๐ฐ๐๐ ๐๐ต๐ฒ ๐๐ผ๐ฟ๐ธ๐ฒ๐ฟ ๐ฎ๐ณ๐๐ฒ๐ฟ ๐ฎ๐ป๐ฑ ๐ฏ๐ฒ๐๐ผ๐ป๐ฑ ๐๐ฎ๐ด๐ฒ๐.
๐๐ฒ๐ฟ๐ฒ ๐ถ๐ ๐๐ต๐ฒ ๐๐ถ๐บ๐ฝ๐น๐ฒ ๐ฑ๐ถ๐ณ๐ณ๐ฒ๐ฟ๐ฒ๐ป๐ฐ๐ฒ:
๐๐ผ๐ฑ๐ฒ ๐ผ๐ป ๐ช๐ฎ๐ด๐ฒ๐ = wage fairness.
๐๐ผ๐ฑ๐ฒ ๐ผ๐ป ๐ฆ๐ผ๐ฐ๐ถ๐ฎ๐น ๐ฆ๐ฒ๐ฐ๐๐ฟ๐ถ๐๐ = welfare protection.
๐ช๐ต๐ ๐ฒ๐๐ฒ๐ฟ๐ ๐ฒ๐บ๐ฝ๐น๐ผ๐๐ฒ๐ฟ ๐บ๐๐๐ ๐ฟ๐ฒ๐๐ถ๐ฒ๐ ๐๐ต๐ถ๐:
๐๐ผ๐ป๐๐ฟ๐ผ๐น ๐ญ โ ๐ช๐ฎ๐ด๐ฒ ๐ฆ๐๐ฟ๐๐ฐ๐๐๐ฟ๐ฒ
Minimum wage, floor wage, allowances, bonus and equal remuneration cannot be treated as only payroll entries.
They are legal commitments.
A wrong wage structure today can become a compliance liability tomorrow.
๐๐ผ๐ป๐๐ฟ๐ผ๐น ๐ฎ โ ๐ง๐ถ๐บ๐ฒ๐น๐ ๐ฃ๐ฎ๐๐บ๐ฒ๐ป๐
Wages must not only be calculated correctly.
They must be paid correctly, deducted correctly, recorded correctly and explained correctly.
๐ฃ๐ฎ๐๐บ๐ฒ๐ป๐ ๐ฑ๐ฒ๐น๐ฎ๐ + ๐ฝ๐ผ๐ผ๐ฟ ๐ฟ๐ฒ๐ฐ๐ผ๐ฟ๐ฑ = ๐ต๐ถ๐ด๐ต ๐ฟ๐ถ๐๐ธ.
๐๐ผ๐ป๐๐ฟ๐ผ๐น ๐ฏ โ ๐ฆ๐ผ๐ฐ๐ถ๐ฎ๐น ๐ฆ๐ฒ๐ฐ๐๐ฟ๐ถ๐๐ ๐๐ผ๐๐ฒ๐ฟ๐ฎ๐ด๐ฒ
PF, ESI, gratuity, maternity benefit and employee compensation are not optional welfare practices.
They are statutory protections.
The real test is simple:
๐ Who is covered?
๐ Who is excluded?
๐ What is the wage base?
๐ Are contributions correct?
๐ Are records inspection-ready?
๐๐ผ๐ป๐๐ฟ๐ผ๐น ๐ฐ โ ๐๐ถ๐ด ๐๐ป๐ฑ ๐ฃ๐น๐ฎ๐๐ณ๐ผ๐ฟ๐บ ๐ช๐ผ๐ฟ๐ธ๐ฒ๐ฟ๐
The new labour framework is no longer limited to traditional employment.
It also looks at new forms of work.
HR, Finance, Legal and Business teams must understand this shift before designing manpower models.
๐๐ผ๐ป๐๐ฟ๐ผ๐น ๐ฑ โ ๐๐๐ถ๐ฑ๐ฒ๐ป๐ฐ๐ฒ ๐ฅ๐ฒ๐ฎ๐ฑ๐ถ๐ป๐ฒ๐๐
Compliance is not what we say.
Compliance is what we can prove.
Wage slips.
Registers.
Returns.
Contribution records.
Deduction records.
Inspection replies.
Claim documents.
These are not back-office papers.
They are ๐น๐ฒ๐ด๐ฎ๐น ๐ฒ๐๐ถ๐ฑ๐ฒ๐ป๐ฐ๐ฒ.
๐๐ถ๐ป๐ฎ๐น ๐ง๐ต๐ผ๐๐ด๐ต๐
The Code on Wages protects ๐ณ๐ฎ๐ถ๐ฟ ๐ฝ๐ฎ๐๐บ๐ฒ๐ป๐.
The Code on Social Security protects ๐ณ๐๐๐๐ฟ๐ฒ ๐๐ฒ๐ฐ๐๐ฟ๐ถ๐๐.
A mature employer will not see them separately.
The future of labour compliance is not only filing returns.
It is building ๐ฝ๐ฟ๐ผ๐ผ๐ณ ๐ฏ๐ฒ๐ณ๐ผ๐ฟ๐ฒ ๐ฝ๐ฟ๐ผ๐ฏ๐น๐ฒ๐บ๐.
Is your organization ๐๐ฎ๐ฏ๐ผ๐๐ฟ ๐๐ผ๐ฑ๐ฒ-๐ฟ๐ฒ๐ฎ๐ฑ๐ or only ๐ฝ๐ฎ๐๐ฟ๐ผ๐น๐น-๐ฟ๐ฒ๐ฎ๐ฑ๐?
2026 LLR WEB 838 (DELHI HIGH COURT)
Penalty under Section 4A(3)(b) of Employees' Compensation Act is imposable on employer, not insurer.
EMPLOYEES' COMPENSATION - Motor accident - Fatal injury to driver - Validity of insurance policy - Penalty - Section 4A(3)(b), Section 30 of the Employees' Compensation Act, 1923 - The deceased was employed as a driver and died in a vehicular accident; the vehicle was insured and the policy was valid on the date of accident - Commissioner directed the insurer to pay compensation and the employer to pay penalty... subscribe to read more.....
2026 LLR WEB 835 (CHHATTISGARH HIGH COURT)
An insurer's internal process for obtaining certified copy does not excuse delayed deposit of compensation awarded under the Employees Compensation Act.
EMPLOYEES COMPENSATION - Execution - Deposit of compensation - Delay by insurer - Interest on default - Employees Compensation Act, 1923 - The Commissioner directed the insurer to deposit compensation within one month, failing which interest at 10% per annum from the date of accident would accrue - The insurer deposited the principal amount belatedly, attributing the delay to non-availability of certified copy and internal cheque preparation process... subscribe to read more.....
๐จ ๐ง๐ต๐ฒ ๐๐ฅ ๐๐ผ๐ฑ๐ฒ ๐๐ถ๐ป๐ฎ๐น ๐ฅ๐๐น๐ฒ๐ ๐๐ฟ๐ฒ ๐ก๐ผ๐ ๐๐๐๐ ๐ ๐๐ฒ๐ด๐ฎ๐น ๐จ๐ฝ๐ฑ๐ฎ๐๐ฒ.
They are a ๐ณ๐ฎ๐ฐ๐๐ผ๐ฟ๐ ๐ฟ๐ฒ๐ฎ๐ฑ๐ถ๐ป๐ฒ๐๐ ๐๐ฒ๐๐.
Many organizations are discussing Labour Codes.
But the real question is:
Is your IR system ready to stand before workers, unions, inspectors, management and courts?
Under the ๐๐ป๐ฑ๐๐๐๐ฟ๐ถ๐ฎ๐น ๐ฅ๐ฒ๐น๐ฎ๐๐ถ๐ผ๐ป๐ ๐๐ฒ๐ป๐๐ฟ๐ฎ๐น ๐ฅ๐๐น๐ฒ๐, ๐ฎ๐ฌ๐ฎ๐ฒ, compliance is not only about keeping files.
It is about ๐น๐ถ๐๐ฒ ๐ฒ๐๐ถ๐ฑ๐ฒ๐ป๐ฐ๐ฒ.
Committees must function.
Records must speak.
Notices must be timely.
Standing Orders must be aligned.
Union recognition must be documented.
Grievances must be closed within time.
๐ง๐ต๐ฒ ๐๐ฅ ๐๐ผ๐ฑ๐ฒ ๐ถ๐ ๐ป๐ผ๐ ๐ฎ ๐ฏ๐ผ๐ผ๐ธ.
It is a ๐ฐ๐ผ๐ป๐๐ฟ๐ผ๐น ๐๐๐๐๐ฒ๐บ.
๐๐ฒ๐ฟ๐ฒ ๐ฎ๐ฟ๐ฒ ๐ฑ ๐ฎ๐ฟ๐ฒ๐ฎ๐ ๐ฒ๐๐ฒ๐ฟ๐ ๐ฒ๐บ๐ฝ๐น๐ผ๐๐ฒ๐ฟ ๐บ๐๐๐ ๐ฟ๐ฒ๐๐ถ๐ฒ๐:
๐๐ผ๐ป๐๐ฟ๐ผ๐น ๐ญ โ ๐ง๐ฟ๐ฎ๐ฑ๐ฒ ๐จ๐ป๐ถ๐ผ๐ป๐
Who is the recognised union?
Is there one union or multiple unions?
Is membership support properly verified?
Sole negotiating union or negotiating council cannot be handled casually.
๐จ๐ป๐ฐ๐น๐ฒ๐ฎ๐ฟ ๐๐ป๐ถ๐ผ๐ป ๐๐๐ฎ๐๐๐ = ๐ณ๐๐๐๐ฟ๐ฒ ๐๐ฅ ๐ฟ๐ถ๐๐ธ.
๐๐ผ๐ป๐๐ฟ๐ผ๐น ๐ฎ โ ๐๐ฟ๐ถ๐ฒ๐๐ฎ๐ป๐ฐ๐ฒ ๐ฅ๐ฒ๐ฑ๐ฟ๐ฒ๐๐๐ฎ๐น
A grievance ignored today can become an industrial dispute tomorrow.
Check whether the GRC is:
๐ Properly constituted
๐ Equally represented
๐ Including women representation where required
๐ Meeting regularly
๐ Closing grievances within timelines
A committee only on paper is not compliance.
๐๐ผ๐ป๐๐ฟ๐ผ๐น ๐ฏ โ ๐ฆ๐๐ฎ๐ป๐ฑ๐ถ๐ป๐ด ๐ข๐ฟ๐ฑ๐ฒ๐ฟ๐
Standing Orders are the ๐ฐ๐ผ๐ป๐๐๐ถ๐๐๐๐ถ๐ผ๐ป ๐ผ๐ณ ๐๐ต๐ฒ ๐๐ต๐ผ๐ฝ๐ณ๐น๐ผ๐ผ๐ฟ.
They affect discipline, misconduct, suspension, transfer, classification and termination.
Old Standing Orders can weaken every domestic enquiry and disciplinary action.
๐๐ผ๐ป๐๐ฟ๐ผ๐น ๐ฐ โ ๐ฆ๐๐ฟ๐ถ๐ธ๐ฒ๐ ๐๐ป๐ฑ ๐๐ผ๐ฐ๐ธ-๐ข๐๐๐
In IR, timing is everything.
Employers must track:
๐ Notice period
๐ 14-day cooling period
๐ Conciliation proceedings
๐ Tribunal / arbitration timelines
๐ Settlement or award operation period
๐ Intimation to the required authority
One missed notice can change the entire legal position.
๐๐ผ๐ป๐๐ฟ๐ผ๐น ๐ฑ โ ๐๐ฎ๐-๐ผ๐ณ๐ณ, ๐ฅ๐ฒ๐๐ฟ๐ฒ๐ป๐ฐ๐ต๐บ๐ฒ๐ป๐ ๐๐ป๐ฑ ๐๐น๐ผ๐๐๐ฟ๐ฒ
This is the most sensitive area.
Before any manpower restructuring, check:
๐ Worker-wise data
๐ Notices and applications
๐ Permission requirement
๐ Compensation records
๐ Re-employment priority
๐ Re-skilling fund compliance
The question is not only:
โCan we retrench?โ
The real question is:
โCan we prove that every legal step was followed?โ
๐๐ถ๐ป๐ฎ๐น ๐ง๐ต๐ผ๐๐ด๐ต๐
The future of IR is not firefighting.
It is ๐ฟ๐ฒ๐ฎ๐ฑ๐ถ๐ป๐ฒ๐๐.
A mature employer will build the system before the crisis.
๐ง๐ต๐ฒ ๐ฏ๐ฒ๐๐ ๐๐ฅ ๐๐๐ฟ๐ฎ๐๐ฒ๐ด๐ ๐ถ๐ ๐ป๐ผ๐ ๐ฟ๐ฒ๐ฎ๐ฐ๐๐ถ๐ผ๐ป.
It is ๐ฝ๐ฟ๐ฒ๐๐ฒ๐ป๐๐ถ๐ผ๐ป.
Is your organization ๐๐ฅ-๐ฟ๐ฒ๐ฎ๐ฑ๐ or only ๐ณ๐ถ๐น๐ฒ-๐ฟ๐ฒ๐ฎ๐ฑ๐?
๐จ ๐ช๐ต๐ถ๐ฐ๐ต ๐๐น๐ผ๐ผ๐ฟ ๐๐ ๐ฌ๐ผ๐๐ฟ ๐ข๐ฟ๐ด๐ฎ๐ป๐ถ๐๐ฎ๐๐ถ๐ผ๐ป ๐ข๐ฝ๐ฒ๐ฟ๐ฎ๐๐ถ๐ป๐ด ๐ข๐ป ๐จ๐ป๐ฑ๐ฒ๐ฟ ๐๐ต๐ฒ ๐ก๐ฒ๐ ๐๐ฎ๐ฏ๐ผ๐๐ฟ ๐๐ผ๐ฑ๐ฒ๐?
Most organizations are discussing Labour Codes.
Very few are truly ๐ฟ๐ฒ๐ฎ๐ฑ๐ ๐ณ๐ผ๐ฟ ๐ถ๐บ๐ฝ๐น๐ฒ๐บ๐ฒ๐ป๐๐ฎ๐๐ถ๐ผ๐ป.
The question is simple:
Are you still on the ground floor?
Or have you started moving up?
๐๐ฌ โ ๐๐ฒ๐ด๐ฎ๐ฐ๐ ๐ ๐ผ๐ฑ๐ฒ
This is where many establishments still operate.
Old registers.
Fragmented records.
Manual tracking.
Unclear ownership.
Reactive compliance.
The risk is ๐ต๐ถ๐ด๐ต ๐ฒ๐ ๐ฝ๐ผ๐๐๐ฟ๐ฒ.
๐๐ญ โ ๐๐๐ฎ๐ฟ๐ฒ
The organization has started tracking Labour Code updates.
Teams are reading notifications, circulars and rule changes.
But awareness alone is not readiness.
At this level, the company is still ๐ผ๐ฏ๐๐ฒ๐ฟ๐๐ถ๐ป๐ด, not implementing.
๐๐ฎ โ ๐ฃ๐ผ๐น๐ถ๐ฐ๐ ๐๐น๐ถ๐ด๐ป๐ถ๐ป๐ด
This is the first serious step.
HR begins mapping gaps in:
๐ Wages
๐ Working hours
๐ Leave
๐ Standing orders
๐ Grievance handling
๐ Social security
๐ Safety and welfare
๐ Contractor compliance
A policy draft is not compliance.
It is only the beginning.
๐๐ฏ โ ๐ข๐ฝ๐ฒ๐ฟ๐ฎ๐๐ถ๐ผ๐ป๐ฎ๐น๐ถ๐๐ฒ๐ฑ
This is the critical shift.
The organization moves from ๐ฝ๐ฎ๐ฝ๐ฒ๐ฟ ๐ฐ๐ผ๐บ๐ฝ๐น๐ถ๐ฎ๐ป๐ฐ๐ฒ to ๐น๐ถ๐๐ฒ ๐ฐ๐ผ๐บ๐ฝ๐น๐ถ๐ฎ๐ป๐ฐ๐ฒ.
Processes start running.
Registers are updated.
Wage slips are issued.
Committees function.
Safety records are reviewed.
Exit dues are tracked.
Contractor records are checked.
Grievances are monitored.
This is the level where real compliance maturity begins.
๐๐ฐ โ ๐๐ป๐๐ฒ๐ฟ๐ฝ๐ฟ๐ถ๐๐ฒ ๐ฅ๐ฒ๐ฎ๐ฑ๐
At this stage, readiness is not limited to one HR person or one plant.
It becomes an enterprise system.
Policies, committees, payroll controls, contractor checks, safety reviews and records work across sites.
Ownership is clear.
HR, IR, Finance, Safety, Legal and Operations work together.
The organization has ๐ฐ๐ผ๐ป๐๐ฟ๐ผ๐น๐, ๐ฑ๐ผ๐ฐ๐๐บ๐ฒ๐ป๐๐ ๐ฎ๐ป๐ฑ ๐ฟ๐ฒ๐๐ถ๐ฒ๐ ๐บ๐ฒ๐ฐ๐ต๐ฎ๐ป๐ถ๐๐บ๐.
๐๐ฑ โ ๐ฆ๐๐ฟ๐ฎ๐๐ฒ๐ด๐ถ๐ฐ๐ฎ๐น๐น๐ ๐๐ผ๐ฑ๐ฒ-๐ฅ๐ฒ๐ฎ๐ฑ๐
This is the highest level.
Compliance becomes proactive.
Management gets visibility.
Dashboards are used.
Risks are predicted.
Gaps are closed before inspection.
Disputes are prevented before escalation.
The organization is not just compliant.
It is ๐ถ๐ป๐๐ฝ๐ฒ๐ฐ๐๐ถ๐ผ๐ป-๐ฟ๐ฒ๐ฎ๐ฑ๐, ๐ฏ๐ผ๐ฎ๐ฟ๐ฑ-๐๐ถ๐๐ถ๐ฏ๐น๐ฒ ๐ฎ๐ป๐ฑ ๐ณ๐๐๐๐ฟ๐ฒ-๐ฟ๐ฒ๐ฎ๐ฑ๐.
๐ช๐ต๐ฎ๐ ๐๐บ๐ฝ๐น๐ผ๐๐ฒ๐ฟ๐ ๐ฆ๐ต๐ผ๐๐น๐ฑ ๐๐ต๐ฒ๐ฐ๐ธ ๐ก๐ผ๐:
๐ Are wage structures aligned with the new wage definition?
๐ Are wage slips, registers and deductions properly maintained?
๐ Are working hours, overtime and leave rules reviewed?
๐ Is the Grievance Redressal Committee properly constituted?
๐ Are standing orders reviewed wherever applicable?
๐ Are PF, ESI, gratuity and maternity benefit obligations mapped?
๐ Are contractor records and principal employer responsibilities tracked?
๐ Are notices, registers and returns ready in the required format?
๐จ ๐๐ถ๐ ๐ฒ๐ฑ-๐ง๐ฒ๐ฟ๐บ ๐๐บ๐ฝ๐น๐ผ๐๐บ๐ฒ๐ป๐ ๐ฎ๐ป๐ฑ ๐๐ผ๐ป๐๐ฟ๐ฎ๐ฐ๐ ๐๐ฎ๐ฏ๐ผ๐๐ฟ ๐๐ฟ๐ฒ ๐ก๐ผ๐ ๐ง๐ต๐ฒ ๐ฆ๐ฎ๐บ๐ฒ
Many employers use both for workforce flexibility.
But legally, they are very different.
One creates a ๐ฑ๐ถ๐ฟ๐ฒ๐ฐ๐ ๐ฒ๐บ๐ฝ๐น๐ผ๐๐ฒ๐ฟ-๐ฒ๐บ๐ฝ๐น๐ผ๐๐ฒ๐ฒ ๐ฟ๐ฒ๐น๐ฎ๐๐ถ๐ผ๐ป๐๐ต๐ถ๐ฝ.
The other works through a ๐ฐ๐ผ๐ป๐๐ฟ๐ฎ๐ฐ๐๐ผ๐ฟ-๐ฏ๐ฎ๐๐ฒ๐ฑ ๐บ๐ฎ๐ป๐ฝ๐ผ๐๐ฒ๐ฟ ๐ฎ๐ฟ๐ฟ๐ฎ๐ป๐ด๐ฒ๐บ๐ฒ๐ป๐.
Confusing the two can create serious compliance risk.
๐๐ถ๐ ๐ฒ๐ฑ-๐ง๐ฒ๐ฟ๐บ ๐๐บ๐ฝ๐น๐ผ๐๐บ๐ฒ๐ป๐:
A fixed-term employee is hired directly by the employer for a specific period.
The employee may be engaged for:
๐ Project-based work
๐ Seasonal demand
๐ Temporary replacement
๐ Time-bound specialist roles
The important point is this:
The person is still an ๐ฒ๐บ๐ฝ๐น๐ผ๐๐ฒ๐ฒ ๐ผ๐ณ ๐๐ต๐ฒ ๐ฒ๐๐๐ฎ๐ฏ๐น๐ถ๐๐ต๐บ๐ฒ๐ป๐.
So, wages, working hours, statutory benefits, leave and service conditions must be handled carefully.
๐๐ผ๐ป๐๐ฟ๐ฎ๐ฐ๐ ๐๐ฎ๐ฏ๐ผ๐๐ฟ:
Contract labour is engaged through a contractor.
The contractor supplies manpower, manages employment records and carries primary responsibility for wage payment and statutory compliance.
But the principal employer cannot stay completely outside the process.
The principal employer must ensure that the contract arrangement is:
๐ Genuine
๐ Documented
๐ Legally compliant
๐ Not used to avoid labour obligations
๐ง๐ต๐ฒ ๐๐ถ๐ด ๐๐ถ๐ณ๐ณ๐ฒ๐ฟ๐ฒ๐ป๐ฐ๐ฒ:
๐๐ง๐ = Direct employment for a fixed duration.
๐๐ผ๐ป๐๐ฟ๐ฎ๐ฐ๐ ๐๐ฎ๐ฏ๐ผ๐๐ฟ = Workforce engaged through a contractor.
That one difference changes everything.
It affects:
๐ Appointment terms
๐ Wage responsibility
๐ Supervision and control
๐ Statutory records
๐ Separation process
๐ Risk of misclassification
๐ช๐ต๐ ๐ง๐ต๐ถ๐ ๐ ๐ฎ๐๐๐ฒ๐ฟ๐ ๐๐ผ๐ฟ ๐๐ฅ ๐ฎ๐ป๐ฑ ๐๐ฅ ๐ง๐ฒ๐ฎ๐บ๐:
Using contract labour where fixed-term employment is more suitable may invite questions on contractor independence.
Using fixed-term employment without proper contracts may create disputes on continuity, renewal and benefits.
Both models are useful.
But both require proper legal design.
๐ช๐ต๐ฎ๐ ๐๐บ๐ฝ๐น๐ผ๐๐ฒ๐ฟ๐ ๐ฆ๐ต๐ผ๐๐น๐ฑ ๐๐ต๐ฒ๐ฐ๐ธ:
For ๐๐ถ๐ ๐ฒ๐ฑ-๐ง๐ฒ๐ฟ๐บ ๐๐บ๐ฝ๐น๐ผ๐๐บ๐ฒ๐ป๐:
๐ Written fixed-term contract
๐ Clear start and end date
๐ Defined role and work location
๐ Wage and benefit parity
๐ Renewal and exit terms
For ๐๐ผ๐ป๐๐ฟ๐ฎ๐ฐ๐ ๐๐ฎ๐ฏ๐ผ๐๐ฟ:
๐ Valid contractor documents
๐ Proper work order
๐ Wage payment proof
๐ PF / ESI compliance tracking
๐ Attendance and register maintenance
๐ Core vs non-core activity review
๐ ๐๐ผ๐ป๐๐๐น๐ ๐๐๐ฅ ๐ณ๐ผ๐ฟ ๐๐ฎ๐ฏ๐ผ๐๐ฟ ๐๐ผ๐ฑ๐ฒ๐ ๐๐บ๐ฝ๐น๐ฒ๐บ๐ฒ๐ป๐๐ฎ๐๐ถ๐ผ๐ป:
https://t.co/fdd4jDRIBH
๐ ๐ฆ๐๐ฏ๐๐ฐ๐ฟ๐ถ๐ฏ๐ฒ ๐๐ผ ๐๐๐ฅ
Print / Digital / eBook / Corporate Plans available.
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๐ฉ ๐๐บ๐ฎ๐ถ๐น: [email protected]
๐ ๐๐ฎ๐น๐น: +91 8468000000 | +91 9891114444
๐ ๐ช๐ฒ๐ฏ๐๐ถ๐๐ฒ:
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2026 LLR WEB 828 (CHHATTISGARH HIGH COURT)
Appellate Authority under Payment of Gratuity Act cannot pass an order more adverse to the appellant than the order under appeal.
PAYMENT OF GRATUITY - Interest - Appellate Authority - Scope of appellate power - Payment of Gratuity Act, 1972 - Employee retired on superannuation with departmental inquiries pending; gratuity was paid after the date of retirement - Controlling Authority directed payment of interest at 10% from date of retirement till date of actual payment - Employer alone preferred appeal before Appellate Authority challenging the interest order - Appellate Authority instead of confining itself to the employer''s appeal,... subscribe to read more.....
2026 LLR WEB 825 (CALCUTTA HIGH COURT)
Damages under Section 14B of EPF Act must be supported by reasons; business difficulties do not absolve employer of timely deposit obligation.
EMPLOYEES' PROVIDENT FUND - Damages - Section 14B - Interest - Section 7Q of the Employees' Provident Funds and Miscellaneous Provisions Act, 1952 - Delay in deposit - Discretionary power - Reasons - EPFO imposed damages under Section 14B for delayed deposit of PF contributions - Employer challenged the order before CGIT which dismissed the appeal - Single Bench upheld - Held, orders under Section 14B and Section 7Q must be informed with reasons - EPFO directed to be more cautious in this regard... subscribe to read more.....
Damages under Section 14B of EPF Act must be supported by reasons; business difficulties do not absolve employer of timely deposit obligation.
2026 LLR WEB 825 (CALCUTTA HIGH COURT)
EMPLOYEES' PROVIDENT FUND - Damages - Section 14B - Interest - Section 7Q of the Employees' Provident Funds and Miscellaneous Provisions Act, 1952 - Delay in deposit - Discretionary power - Reasons - EPFO imposed damages under Section 14B for delayed deposit of PF contributions - Employer challenged the order before CGIT which dismissed the appeal - Single Bench upheld - Held, orders under Section 14B and Section 7Q must be informed with reasons - EPFO directed to be more cautious in this regard... subscribe to read more.....
https://t.co/n1TdXCyc1w
2026 LLR WEB 816 (ANDHRA PRADESH HIGH COURT)
Employees absorbed under tripartite transfer arrangement are bound by agreed terms; pension cannot be claimed beyond what is stipulated.
INDUSTRIAL DISPUTES Pension Transfer and absorption Tripartite arrangement Section 25FF of the Industrial Disputes Act, 1947 EPF and Gratuity as substitute for pension https://t.co/obrNovhMsO.680 dated 15.07.1987 Petitioners engaged in transport wing of Devasthanam were transferred and absorbed into APSRTC pursuant to a Government order and tripartite minutes of meeting which stipulated specific terms including protection of pay, payment of gratuity under the Payment of Gratuity Act and transfer of PF holdings to APSRTC PF Trust under Section 17B of the EPF Act... subscribe to read more....
๐จ ๐๐ฟ๐ฒ๐ฐ๐ต๐ฒ ๐๐ฎ๐ฐ๐ถ๐น๐ถ๐๐ ๐๐ ๐ก๐ผ๐ ๐๐๐๐ ๐ ๐ช๐ผ๐บ๐ฒ๐ปโ๐ ๐๐ฅ ๐ฃ๐ผ๐น๐ถ๐ฐ๐ ๐๐ป๐๐บ๐ผ๐ฟ๐ฒ
Many employers still treat creche facility as a maternity-only compliance point.
But under the ๐๐ฎ๐ฏ๐ผ๐๐ฟ ๐๐ผ๐ฑ๐ฒ๐, it needs a closer reading because the requirement appears under both:
* ๐๐ผ๐ฑ๐ฒ ๐ผ๐ป ๐ฆ๐ผ๐ฐ๐ถ๐ฎ๐น ๐ฆ๐ฒ๐ฐ๐๐ฟ๐ถ๐๐, ๐ฎ๐ฌ๐ฎ๐ฌ
* ๐ข๐ฆ๐๐ช๐ ๐๐ผ๐ฑ๐ฒ, ๐ฎ๐ฌ๐ฎ๐ฌ
And both do not use the same language.
๐๐ฎ๐ฟ๐น๐ถ๐ฒ๐ฟ ๐ฝ๐ผ๐๐ถ๐๐ถ๐ผ๐ป:
Under the ๐ ๐ฎ๐๐ฒ๐ฟ๐ป๐ถ๐๐ ๐๐ฒ๐ป๐ฒ๐ณ๐ถ๐ ๐๐ฐ๐, ๐ญ๐ต๐ฒ๐ญ, establishments having ๐ฑ๐ฌ ๐ผ๐ฟ ๐บ๐ผ๐ฟ๐ฒ ๐ฒ๐บ๐ฝ๐น๐ผ๐๐ฒ๐ฒ๐ had to provide creche facility for children below ๐ฒ ๐๐ฒ๐ฎ๐ฟ๐.
The woman was entitled to ๐ฐ ๐๐ถ๐๐ถ๐๐ ๐ฎ ๐ฑ๐ฎ๐, including rest intervals.
๐๐ผ๐ฑ๐ฒ ๐ผ๐ป ๐ฆ๐ผ๐ฐ๐ถ๐ฎ๐น ๐ฆ๐ฒ๐ฐ๐๐ฟ๐ถ๐๐:
Section 67 requires creche facility where ๐ฑ๐ฌ ๐ฒ๐บ๐ฝ๐น๐ผ๐๐ฒ๐ฒ๐, or such number as prescribed, are employed.
Central Rules mention a ๐ญ ๐ธ๐บ distance norm and also provide a creche allowance mechanism in certain cases.
๐ข๐ฆ๐๐ช๐ ๐๐ผ๐ฑ๐ฒ:
Section 24(3) uses the threshold of ๐บ๐ผ๐ฟ๐ฒ ๐๐ต๐ฎ๐ป ๐ฑ๐ฌ ๐๐ผ๐ฟ๐ธ๐ฒ๐ฟ๐ and speaks of suitable location and distance.
This creates important compliance differences:
* ๐ฑ๐ฌ ๐ฒ๐บ๐ฝ๐น๐ผ๐๐ฒ๐ฒ๐ vs ๐บ๐ผ๐ฟ๐ฒ ๐๐ต๐ฎ๐ป ๐ฑ๐ฌ ๐๐ผ๐ฟ๐ธ๐ฒ๐ฟ๐
* Employees vs workers
* ๐ญ ๐ธ๐บ rule vs suitable distance
* Express ๐ฐ visits under CoSS
* Creche allowance under CoSS Rules
๐๐ถ๐ด ๐ฐ๐น๐ฎ๐ฟ๐ถ๐ณ๐ถ๐ฐ๐ฎ๐๐ถ๐ผ๐ป:
MoLE FAQ dated ๐ญ๐ฒ ๐ ๐ฎ๐ฟ๐ฐ๐ต ๐ฎ๐ฌ๐ฎ๐ฒ says creche facility is available to employees, irrespective of gender.
๐๐ฒ๐ ๐๐ฎ๐ธ๐ฒ๐ฎ๐๐ฎ๐:
Creche facility is now a ๐ต๐ฒ๐ฎ๐ฑ๐ฐ๐ผ๐๐ป๐, ๐ด๐ฒ๐ป๐ฑ๐ฒ๐ฟ-๐ป๐ฒ๐๐๐ฟ๐ฎ๐น, ๐น๐ผ๐ฐ๐ฎ๐๐ถ๐ผ๐ป-๐ฏ๐ฎ๐๐ฒ๐ฑ ๐ฎ๐ป๐ฑ ๐ฐ๐ฟ๐ผ๐๐-๐ฐ๐ผ๐ฑ๐ฒ ๐ฐ๐ผ๐บ๐ฝ๐น๐ถ๐ฎ๐ป๐ฐ๐ฒ ๐ถ๐๐๐๐ฒ.
๐ช๐ต๐ฎ๐ ๐ฆ๐ต๐ผ๐๐น๐ฑ ๐๐บ๐ฝ๐น๐ผ๐๐ฒ๐ฟ๐ ๐๐ผ?
๐ Check whether the establishment is covered under CoSS, OSHWC, or both
๐ Count headcount carefully โ ๐ฑ๐ฌ ๐ฒ๐บ๐ฝ๐น๐ผ๐๐ฒ๐ฒ๐ is not the same as ๐บ๐ผ๐ฟ๐ฒ ๐๐ต๐ฎ๐ป ๐ฑ๐ฌ ๐๐ผ๐ฟ๐ธ๐ฒ๐ฟ๐
๐ Document creche distance, accessibility, timings and facilities
๐ Review shared / common creche arrangements
๐ Align internal policy with the gender-neutral clarification
๐ Track Central and State Rules before final implementation
2026 LLR WEB 814 (BOMBAY HIGH COURT)
Exoneration in domestic enquiry does not validate an appointment made without sanctioned post or due recruitment procedure.
INDUSTRIAL DISPUTES ACT, 1947 Section 2-A Section 25-F Public employment Void appointment Sanctioned post Articles 14 and 16 of the Constitution Domestic enquiry Exoneration Reinstatement Compensation Doctrine of indoor management Workmen were appointed as Clerk-cum-Typists by the respondent public corporation without following prescribed recruitment procedure and without sanctioned posts, as later found in a departmental enquiry report by the Commissioner of Social Welfare Criminal proceedings were initiated against the former Chairman and Managing Director for fraud including illegal appointments... subscribe to read more.....
2026 LLR WEB 819 (BOMBAY HIGH COURT)
Inordinate unexplained delay bars revisional challenge to Labour Court's order issuing process even absent statutory limitation under Section 44 of MRTU and PULP Act.
UNFAIR LABOUR PRACTICES Criminal complaint for breach of Labour Court order Revisional jurisdiction under Section 44 of the MRTU and PULP Act, 1971 Delay and laches Vicarious criminal liability under Section 48 Definition of "employer" The petitioner, a former director who had resigned prior to passing of Labour Court's order, was proceeded against in a criminal complaint for alleged breach of that order Process was issued by Labour Court in 2005;... subscribe to read more.....
2026 LLR WEB 816 (ANDHRA PRADESH HIGH COURT)
Employees absorbed under tripartite transfer arrangement are bound by agreed terms; pension cannot be claimed beyond what is stipulated.
INDUSTRIAL DISPUTES Pension Transfer and absorption Tripartite arrangement Section 25FF of the Industrial Disputes Act, 1947 EPF and Gratuity as substitute for pension https://t.co/obrNovheDg.680 dated 15.07.1987 Petitioners engaged in transport wing of Devasthanam were transferred and absorbed into APSRTC pursuant to a Government order and tripartite minutes of meeting which stipulated specific terms including protection of pay, payment of gratuity under the Payment of Gratuity Act and transfer of PF holdings to APSRTC PF Trust under Section 17B of the EPF Act... subscribe to read more.....